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Untuk mewujudkan lingkungan kerja yang setara dan inklusif bagi pegawai disabilitas, perusahaan-perusahaan di Indonesia mulai mengadopsi konsep diversity, equity, dan inclusion. Penelitian ini bertujuan untuk menganalisis bagaimana implementasi dan peran diversity, equity, dan inclusion pada pegawai disabilitas di PT X yang merupakan salah satu perusahaan consumer goods di Indonesia. Pendekatan yang dilakukan dalam penelitian ini adalah pendekatan kualitatif. Data pada penelitian ini dikumpulkan dari wawancara mendalam dengan beberapa narasumber yaitu pegawai disabilitas PT X, pegawai bukan disabilitas PT X, Staf DEI PT X, Staf Khusus Direktorat Bina Penempatan Tenaga Kerja Dalam Negeri, Komisioner Komisi Nasional Disabilitas, dan Perwakilan Perkumpulan Penyandang Disabilitas Indonesia. Hasil penelitian menunjukkan bahwa implementasi diversity di PT X sudah berjalan dengan baik, tetapi masih perlu perbaikan pada aspek equity dan inclusion.

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To achieve an equal and inclusive work environment for employees with disabilities, companies in Indonesia have begun to adopt the concepts of diversity, equity and inclusion. This research aims to find out how the implementation and role of diversity, equity, and inclusion in employees with disabilities at PT X, which is one of the consumer goods companies in Indonesia. The approach taken in this research is a qualitative approach. The data in this study were collected from interviews with disabled employees of PT X, non-disabled employees of PT X, DEI Staff of PT X, Special Staff of the Directorate of Domestic Labor Placement, Commissioners of the National Commission on Disability, and Representatives of the Indonesian Disabled Association. The results show that the implementation of diversity, equity, and inclusion at PT X has gone well, but there is still a need to increase initiatives in the aspects of equity and inclusion."

"The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace."

"Tesis ini membahas mengenai pengelolaan tenaga kerja penyandang disabilitas (Diversity Management) di PT. Trans Retail Indonesia. Dengan pendekatan kualitatif, pengumpulan data melalui studi literatur, wawancara dan observasi. Hasil penelitian ini menggambarkan pemahaman perusahaan mengenai tenaga kerja penyandang disabilitas, pelaksanaan pengadaan tenaga kerja, pengembangan, pemberian balas jasa dan pemeliharaan tenaga kerja. Faktor pendukung yang ditemukan yaitu kerjasama stakesholders, dukungan rekan kerja, pendampingan serta konseling kerja. Sedangkan faktor penghambatnya yaitu komunikasi, ketersediaan cabang, tenaga profesional dan produktivitas kerja karyawan penyandang disabilitas. Meskipun demikian, perusahaan dianggap telah memiliki modal yang cukup untuk menuju workplace inclusion yang terstruktur di kemudian hari.

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The focus of this study is the managing worker with disabilities as efforts to achieve workplace inclusion in PT. Trans Retail Indonesia. This research used a qualitative approach. While collecting data using literary studies, observation and in-depth interview. The result shows the knowledge level of company on worker with disabilities, the selection of employs, development of employs, the compensation and the maintain of employs. Several key factors such as stakesholders, associate support, mentoring and counseling. At the same time, the obstacles are profesional worker, communication, and productivity of disabled employs which lead to an attempt of firing. In spite of that, company has been known to have what it takes to develop organized workplace inclusion in the future."

"Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing, competency development, dan affective commitment terhadap turnover intention pada karyawan generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode convenience sampling untuk mengumpulkan data primer. Sampel dalam penelitian ini diperoleh dari 540 karyawan generasi milenial Indonesia (lahir antara 1981-2000) dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM).Hasil penelitian menunjukkan bahwa knowledge sharing memiliki pengaruh positif terhadap competency development dan affective commitment, competency development memiliki pengaruh positif terhadap affective commitment, serta affective commitment memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh knowledge sharing, competency development, dan affective commitment terhadap turnover intention, serta kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk menurunkan turnover intention karyawan generasi milenial Indonesia.

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This study aims to discover the effects of knowledge sharing, competency development, and affective commitment on turnover intention of Indonesian millennial employees. This study uses a quantitative approach with cross-sectional design and convenience sampling method to collect primary data. Sample was obtained from 540 Indonesian Millennial employees (born between 1981 and 2000) while data is analyzed using Structural Equation Modelling (SEM).

Results indicate that knowledge sharing has a positive effect on competency development and affective commitment, competency development has a positive effect on affective commitment, and affective commitment has a negative effect on turnover intention. The theoretical contribution of this study is the discovery of effects of knowledge sharing, competency development, and affective commitment on turnover intention, and the practical contribution is provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees."

"Tujuan dari penelitian ini adalah untuk menganalisis pengaruh workforce diversity dan inclusion terhadap employee engagement pada Fakultas Ilmu Administrasi Universitas Indonesia. Penelitian ini merupakan penelitian kuantitatif dan menggunakan survei untuk menghimpun data dari para karyawan di sebuah perusahaan dengan instrumen kuesioner yang terdiri dari 38 butir pertanyaan dengan skala Likert 6 poin dari sangat tidak setuju sampai sangat setuju. Jumlah sampel pada penelitian ini adalah 115 tenaga kependidikan dan dosen Fakultas Ilmu Administrasi Universitas Indonesia dengan menggunakan total sampling. Untuk menganalisis, penelitian ini menggunakan path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, uji korelasi, dan juga Sobel Test. Hasil penelitian ini menunjukkan bahwa workforce diversity memiliki pengaruh langsung terhadap inclusion dan employee engagement, kemudian inclusion berpengaruh secara langsung terhadap employee engagement, dan workforce diversity berpengaruh terhadap employee engagement secara tidak langsung melalui inclusion

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The aim of this study is to analyze the influence of workforce diversity and inclusion on employee engagement in Faculty of Administrative Science University of Indonesia. This study is a quantitative research and using survey to collect data from employees in a corporation with questionnaire consisting of 38 questions with 6 points Likert scale from strongly disagree to strongly agree. This research distributed self-administrated to 115 education staff and lecturers of Faculty of Administrative Science University of Indonesia using total sampling. To analyze, this study is using path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, correlation test, and Sobel Test. The results show that workforce diversity has a direct significant effect on inclusion and employee engagement, inclusion has a direct significant effect on employee engagement, and employee engagement has an indirect significant effect on employee engagement through inclusion."

"ABSTRACTTelah ada peningkatan minat dalam topik keragaman gender dalam perusahaan. Hal ini disebabkan dari adanya manfaat yang dihasilkan dari memiliki tenaga kerja yang beragam Hunt et al, 2015; Badal 2014; Medland, 2012 dan juga soal memberi kesempatan yang sama antara jenis kelamin. Topik ini mempunyai relevansi dengan struktur sebuah perusahaan dan dengan perwakilan perempuan dalam posisi top-level management. Telah diamati bahwa di berbagai negara, perusahaan memiliki tingkat yang berbeda dari perwakilan perempuan dalam posisi top-level management Li dan Harrison, 2008, Carrasco et al, 2012 . Tesis ini membahas pengaruh budaya nasional ke tingkat keragaman gender dalam setiap perusahaan. Berdasarkan kerangka teoritis dimensi budaya oleh Hofstede 1980 dan studi Carrasco et al 2012 , tesis ini menemukan bahwa budaya nasional mempengaruhi keragaman gender dalam sebuah perusahaan. Negara-negara dengan nilai-nilai yang menonjol dari aspek power distance, uncertainty avoidance dan masculinity, memang memiliki relevansi terbesar untuk tingkat keragaman gender dalam posisi top-level management.

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ABSTRACTThere has been an increasing interest in the topic of gender diversity in companies. This is due to the benefits generated from having a diverse workforce Hunt et al, 2015 Badal, 2014 Medland, 2012 and also a matter of equal opportunity among genders. This topic acquired relevancy to the corporate structure of a company and thus the females rsquo representatives in the top management level positions. It has been observed that in different countries, companies have different level of female representatives in the top management positions Li and Harrison, 2008, Carrasco et al, 2012 . This thesis discussed the influence of national culture to the level of gender diversity in corporate basis. Based on the theoretical framework of the cultural dimension by Hofstede 1980 and the study of Carrasco et al 2012 , this thesis found that national culture does influence gender diversity in a company. Countries with prominent values of power distance, uncertainty avoidance and masculinity, does have the greatest relevance to the level of gender diversity in top management positions. "

"PT. XYZ memiliki rencana untuk menerapkan program gender diversity di tempat kerja, dengan fokus karyawan-karyawan yang berada di jajaran manajerial. Namun demikian, implementasi program ini menemui kendala, yaitu rendahnya jumlah karyawan perempuan yang berada di tingkat manajerial tersebut. Hal ini ternyata disebabkan oleh rendahnya career aspiration mereka. Oleh karena itu, penulis merasa perlu untuk mengetahui penyebab dari rendahnya career aspiration mereka. Untuk meneliti masalah career aspiration yang terjadi pada karyawan perempuan di level manajerial di PT. XYZ ini, peneliti kemudian menggunakan metode penelitian kuantitatif. Data-data yang diperoleh peneliti diolah dengan menggunakan teknik statistik uji regresi linier berganda (multiple linear regeression), sehingga didapatkan 2 variabel yang paling berpengaruh, yaitu goal dan self-efficacy. Program intervensi mentoring kemudian dirancang untuk mengintervensi kedua variabel tersebut, sehingga pada akhirnya akan dapat meningkatkan career aspiration pada karyawan perempuan di level manajerial di PT. XYZ. Program intervensi yang dibuat peneliti adalah program mentoring yang akan berlangsung selama 12 kali dalam 12 bulan (1 tahun). Dalam setiap bulannya, setiap karyawan perempuan yang menjadi mentee akan bertemu dengan mentornya dalam sebuah sesi mentoring dan akan ada tugas-tugas dan targettarget khusus yang harus dicapai di setiap sesinya. Semua kemajuan yang dicapai akan dicatat dalam sebuah tracking form. Pada akhirnya, program ini akan dimasukan pula dalam Individual Development Plan (IDP) dari setiap peserta mentoring.

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PT. XYZ has an initiative to implement a program called gender diversity at work, focusing in employees who are in managerial level. However, this program implementation is facing an obstacle, which is the few numbers of female employees who are in managerial level in PT. XYZ. This is caused by the low level of their career aspiration. Thus, researcher tries to find out the cause of their career aspiration. To conduct study regarding career aspiration of female employees in managerial level in PT. XYZ, the researcher uses qualitative method of research. The obtained data is being analyed by multiple linear regression, so it could be concluded that there are two 2 variables which are influencing career aspiration, goal and self-efficacy. Mentoring is designed as an intervention to increase those two variables, which will result in increasing career aspiration in female employees in managerial level in PT. XYZ. This intervention program will last 12 times in 12 months (1 year). Every month, each female employee, who participates in this program as a mentee, will meet with her mentor in a brief mentoring session and there will be assignments and specific target, which are supposed to be completed in every session. All progress occur in this program will be recorded in a tracking form. Finally, this program will be counted in Individual Development Plan (IDP) of every mentee."

"Sebagai perusahaan yang bergerak dalam industri yang sangat kompetitif dan penuh inovasi berkelanjutan, PT. ULI telah menerapkan budaya keragaman dan pelibatan ke dalam agenda organisasinya dengan tujuan memperoleh manfaat-manfaat yang telah dikonfirmasi oleh berbagai penelitian, seperti akses yang lebih luas terhadap pasar dan kekayaan ide dalam proses pengambilan keputusan dan inovasi. Untuk mendukung penerapan budaya keragaman dan pelibatan dalam organisasi, penelitian ini mengkaji hubungan antara penerapan budaya keragaman dan pelibatan dengan tingkat kompetensi pelibatan yang dimiliki oleh karyawan level manajemen di PT. ULI. Dilakukan pengumpulan data mengunakan alat ukur Inclusion Skills Measurement Profile dari Turnbull, Greenwood, Tworoger, dan Golden (2010) untuk mengetahui tingkat kompetensi pelibatan karyawan dan alat ukur Organization Inclusion Indicator dari Pelled, Ledford dan Mohrman (1999) untuk mengetahui penerapan budaya keragaman dan pelibatan di PT. ULI. Ditemukan hubungan yang positif dan signifikan antara kompetensi pelibatan dan penerapan budaya keragaman dan pelibatan. Tiga dimensi dengan korelasi paling kuat adalah berinteraksi dengan perbedaan, menghargai perbedaan, dan menanamkan konsep pelibatan. Penelitian ini mengajukan intervensi berupa program pelatihan untuk meningkatkan kompetensi pelibatan karyawan level manajemen PT. ULI sehingga mereka dapat mendukung penerapan budaya keragaman dan pelibatan di organisasi.

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As a company that operates in a highly competitive industry with continuous innovation, PT. ULI has incorporate diversity and inclusion culture into its organization to achieve the advantages offered by its implementation such as wider access to market, richer ideas in decision making and innovation processes. To enable the company in successfully implementing the diversity and inclusion culture, the present research studied the correlation between the implementation of diversity and inclusion culture with inclusion skills level of management level employees of PT. ULI. Inclusion Skills Measurement Profile by Turnbull, Greenwood, Tworoger, and Golden (2010) was used to measure employees? current inclusion skills, while Organization Inclusion Indicator by Pelled, Ledford, and Mohrman (1999) was used to measure the implementation of diversity and inclusion culture in PT. ULI. Present research confirmed the positive and significant relationship between inclusion skills and its seven dimensions with the implementation of diversity and inclusion culture, with interacting with differences, respecting differences, and embedding inclusion as the three dimensions with the highest correlation. Inclusion skills training was proposed as an intervention program to improve employees? inclusion skills so that they would be able to support the implementation of diversity and inclusion culture in PT. ULI."

"The ability to manage this diversity successfully has become a basic strategy for corporate survival. Beyond Race and Gender supplies a sorely needed Action Plan, extensive case studies, and a series of tough questions and answers to get readers thinking deeply about what elements are blocking the full use of the human talent available. In this visionary work, R. Roosevelt Thomas, Jr., rouses organizations to face the facts and embrace the challenges--because it is the only efficient way for America to compete and prosper."